摘要
合理体现医务人员技术劳务价值是薪酬制度改革成功的关键,RBRVS能客观量化医务人员技术劳务价值。本文将我国公立医院内部绩效管理的RBRVS实践归纳为工作量绩效、医师绩效费率、本土化自主创新三种典型模式,系统描述各模式基本特征,分析存在的主要问题,为公立医院薪酬制度改革提供决策支持。
The key success of the reform of the salary system is to reflect the value of medical staff reasonably.RBRVS can objectively quantify the value of medical staff's technical labor.This paper summarized the RBRVS practice of internal performance management of public hospitals in China into three typical models:workload performance,physician performance rate,and localization independent innovation.It systematically described the basic characteristics of each model,analyzed the main problems to provide decision supports for public hospitals'salary system reforms.
作者
颜维华
谭华伟
张培林
程伟
江才明
刘宪
张云
YAN Wei-hua;TAN Hua-wei;ZHANG Pei-lin;CHENG Wei;JIANG Cai-ming;LIU Xian;ZHANG Yun(The Ninth People's Hospital of Chongqing,Chongqing 400700,China)
基金
重庆市卫生经济学会招标项目(YWJK2017-09)
